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How do I make my competency model more results-oriented? How do I ensure the competency model reflects what the business actually needs and values?

(Question posted by participants in recent webinars)

A competency model defines what each person in their role needs to be able to do, specifically, in order to perform their part of corporate strategy.  If your competency model does that, without extraneous detail, then your competency model will be result-oriented, in fact, tied directly to corporate objectives and needs. 

And it should also reflect business values – because you are selecting skills that identify what that individual needs to do to be successful.  If your organization values customer focus above all else, then it is likely that every job in the company will have some skill in their model that reflects customer focus – internal or external.

 

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